Toters is a tech-driven e-commerce and delivery platform designed to seamlessly connect merchants, shoppers, and customers with just a click. Our dedication to excellence motivates us to continuously upgrade and improve the online shopping experience. By utilizing technology, we ensure that our merchants, shoppers, and customers receive faster and more efficient service every day.

We are looking for a skilled Talent Development professional to join our team. In this role, you will establish Toter’s Learning and Development framework in alignment with our organizational goals and competency library. You will collaborate with business units to design and implement programs that drive career growth and skill enhancement. You will also work on refining performance management practices across the organization and creating succession plans that will ensure business continuity.

Responsibilities:

• Ensure integration of talent development at Toters from a process, people and governance perspective.
• Measure the impact of the implemented talent development frameworks and processes
• Define the organization’s’ behavioral and technical competency libraries in alignment with businesses

1. Learning and Development

• Assess the organization’s current learning needs and define a learning framework to address existing gaps.
• Establish a comprehensive Learning and Development framework in line with behavioral and technical competencies.
• Design and develop engaging learning programs and materials in collaboration with business units and learning vendors to drive employee growth and skill enhancement.
• Ensure delivery of learning programs.
• Continuously evaluate and refine learning programs to ensure they meet evolving business needs, obtaining necessary approvals from relevant stakeholders.
• Measure learning impact and return on investment.

1. Career Development

• Develop and implement structured career development frameworks for employees at all levels, in partnership with business units.
• Define vertical and lateral career paths in the organization based on competency requirements and pre-set criteria.
• Identify career development opportunities within the organization and work with department heads to integrate these into employee growth plans.
• Collaborate with business leaders to ensure career development plans are aligned with organizational needs and receive appropriate approvals.
• Define career mobility policies and ensure their seamless implementation.

1. Succession Planning

• Define criteria to identify critical positions in the organization.
• Based on defined criteria identify critical roles within the organization.
• Set a framework to select potential successors and define their development plan.
• Integrate succession planning with career development, ensuring high-potential employees are prepared to fill critical roles when needed.

1. Performance Management

• Lead the implementation of the performance management process, and work on continuously enhancing it to align with business needs.
• Design and deliver performance appraisal refreshers for managers, providing ongoing support during this period.
• Work closely with management to ensure consistent and effective application of performance management practices across the organization, in line with approved frameworks.
• Integrate performance management with career development and compensation.

Requirements:

• Min 5 years of relevant experience in the HR field.
• BA in Human Resources or Business-related field, Masters is a plus.
• Excellent commands of English and Arabic.
• Excellent commands of Computer skills (Microsoft Excel, PowerPoint, etc.).
• Proven experience developing or co-developing training programs.
• Current knowledge of effective learning and development methods.
• Familiarity with e-learning platforms and practices.